Work-life Integration Flashcards
A work-related syndrome characterized by emotional exhaustion, depersonalization, and lack of personal accomplishment.
Burnout
An aspect of a job that an employee cognitively appraises as a welcome challenge and is often associated with a strong sense of accomplishment when overcome.
Challenge demand
Beliefs, values, and norms that are shared across an organization and inform employee behavior.
Culture
“The quality of individuals’ interactions with their work and strength of their commitment to their workplace, as characterized by vigor, dedication, and absorption.”
Employee engagement
Extent to which employees are happy or content with their jobs or work environment.
Employee satisfaction
A state characterized by vigor, dedication, and being engrossed in one’s work.
Engagement
Theory suggesting that employees compare themselves to others, particularly in terms of input/outcome ratios.
Equity theory
Individuals’ motivation is result of three factors 1) Valence: how much the individual values the reward, 2) Expectancy: extent to which the individual believes their increased efforts will lead to improved performance/success at a task, 3) Instrumentality: belief that if they perform well, they’ll receive the reward.
Expectancy Theory (or VIE Theory)
Theory stating that there are two types of goal orientations—mastery and performance.Goals are a source of motivation and most effective when they are specific, challenging, and accepted.
Goal-setting Theory (or Goal Theory)
An aspect of a job that interferes with an employee’s attainment of goals and development.
Hindrance Demand
Theory that centers on five core job dimensions (i.e., skill variety, task identity, task significance, autonomy, and feedback) which are associated with employee motivation and job satisfaction.
Job Characteristics Theory
The process of employees shaping their jobs. This may involve changing job demands and resources or redefining the job to leverage employees’ strengths, motivations, and passions.
Job crafting
Aspects of a job that require sustained physical, emotional, or cognitive effort.
Job demands
A framework for understanding the relationship between job demands and resources with burnout and engagement.
Job Demands-Resources (JD-R) Model
A survey administered to formally evaluate the design of a job and determine if (and how) the job might be redesigned to improve motivation and job satisfaction.
Job diagnostic survey
A type of job redesign wherein more tasks or greater task variety is added but responsibility is not increased.
Job enlargement
A type of job redesign wherein a job is expanded to make it more fulfilling by satisfying higher order needs.
Job enrichment
Physical, psychological, social, or organizational aspects of the job that help to wither achieve work goals, reduce job demands and the associated physiological and psychological costs; or stimulate growth, learning, and development (Bakker & Demerouti, 2007; Bakker et al., 2014). They buffer the impact of job demands on burnout.
Job resources
Suggest people have varying levels of needs, each of which must be met before progressing to the others.
Maslow’s Hierarchy of Needs
Internal and external factors that drives the desire and energy of someone to be committed to their work or pursue a goal.
Motivation
Certain factors cause job satisfaction when they are present (motivation factors) while others cause dissatisfaction when they are absent (hygiene factors).
Motivation-Hygiene Theory
Workplace interventions that focus on reducing sources of stress (e.g., job design). These are the most proactive types of interventions.
Primary interventions
Workplace interventions that focus on changing the effect of stressors proactively (e.g., muscle relaxation techniques, meditation). These are common and generally inexpensive; however, they put the onus on employees.
Secondary interventions
People have three fundamental needs autonomy, competence, and relatedness that, when met, foster intrinsic motivation and overall wellbeing.
Self-determination theory
Workplace interventions that focus on how to deal with strain (e.g., employee assistance programs, time off from work). Of the three types of interventions, these tend to be the most costly.
Tertiary interventions
Individuals’ beliefs about intelligence and ability known as implicit theories or mindsets tend to fall into one of two categories. Entity theory/fixed mindset is characterized by the belief that intelligence and ability are malleable and can be improved.
Theories of intelligence
The state of being happy, healthy, and prosperous. It involves emotional, physical, psychological, social, career, and financial health.
Well-being
The state of being in good physical and mental health.
Wellness
